ESG Seminar – How to Remove Staff’s Negative Attitudes to Revitalize Company Performances

The Executive Study Group (ESG) seminar 2016 – Leadership Strategy series named “How to Remove Staff’s Negative Attitudes to Revitalize Company Performances” was held by the ESG, Asia Pacific Institute for Strategy Limited (APIFS) and the Hong Kong Science and Technology Parks Corp (HKSTPC) on 10 May 2016.  I would like to summarize the seminar for sharing below.

Dr. Mark Lee briefed the purpose of Executive Study Group (ESG) and he quoted John Dewey (Democracy & Education 1916) statement “Education is not an affair” Then he explained the platform for executives to share ideas and experience such as to alignment of leadership.   

In the beginning, Dr. Mark Lee discussed the World Cup case under worse situation and then he briefed the content of seminar included "Business Slowdown Impacts on Staff Emotions”, “Negative Attitude Loop”, “Positive Attitude Loop”, “Restoring Confidence to Revitalize the Future” and “Peer Learning”.  

Business Slowdown Impacts on Staff Emotions

Dr. Mark Lee told us didn’t neglect staff emotion during business slowdown which could cause Helplessness Symptom and Internal Competition.  He joked that many company would use KPI to push staff to meet target but staff afraid that they would be “I PK” (Cantonese means that falling into the street!) if it was not met the target.

“Negative Attitude Loop” with Four Systematic Symptoms

1.      Secrecy and Denial (Top-Down Turnaround Strategy that people tended either blame or avoid problems)

2.      Blame and Scorn (No news is good news!)

3.      Avoidance and Turf Protection (Self-Interest Concerned and No Communications)

4.      Passivity and Helplessness (No One Solve Any Problem)

Result is Ineffective Turnaround Strategy!

Then Dr. Lee introduced the psychological term named “Learned Helplessness” which suggested by Prof. Martin Seligman (University of Pennsylvania)

“Positive Attitude Loop” with Four Systematic Remedies

1.      Promoting Dialogue and Visibility (Well Planned Information Disclosure Strategy; Dialogue with staff – Town-Hall Meeting)

2.      Seeing Others’ Values with Respects (Enhance Professional Image of Colleagues to Become Consultants)

3.      Collaborating for New Solutions (Cross-Department Team with Authorities)

4.      Taking Initiatives with Confidence and Power (Foster Ideas Flow from the Bottom)

Dr. Lee described Jim Kilts (CEO, Gillette) Leadership Style as follows:

1.      Fact-based management

2.      Open communication

3.      Simplicity

4.      Collaboration

Then he quoted one of Deming’s Fourteen Principle was “Drive Out Fear”.

Restoring Confidence to Revitalize the Future

Dr. Lee said psychological factors of companies were similar.  Empowerment is still important under challenging conditions. Enthusiasm makes differences using positive energy of conversations.  So it could be energizing people rather than cut costs.

Peer Learning

Last part was peer learning through discussion after pick the two most common symptoms (Left Side) and two difficult step (Right side).

Reference:

HKSTP - www.hkstp.org

Asia Pacific Institute for Strategy Limited (亞太策略研究所有限公司) – www.apifs.org